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Work Leave “In special cases there is a temporary work leave on a daily basis for important reasons, such as, for example, when the wife gives birth, moving to another place for professional reasons, to obtain a new job (cf. § 39 NV Bühne). In the case of work leave, the requirements of the theater must be taken into account” This is usually easily worked out between you and the theater but remember that you have a right to get released for auditions, particularly when your contract has ended, whether by your choice or the theater’s. Naturally you can’t miss a scheduled performance or important rehearsal, but the right to seek new work is very strong.

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“The adjustment clause ensures that the fees of the stage members in the artistic field are also increased in the event of general wage increases. The extent and effective date of the wage increase is to be negotiated separately by the theatre unions”. German unions are very strong and coordinated in wage negotiations. Contracts generally come up for negotiation together and the biggest and most powerful national unions usually lead the way. Once an agreement has been reached, everyone follows suit, but the details must be ironed out by each of the smaller unions with their employers and the details can be tricky and important.

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The “warning” is a legal term from general employment law. The warning usually precedes termination without notice. Deficiencies in performance or behavioral reasons on the part of the employee can trigger a warning. The employer must draw the employee’s attention to the violation of his contractual obligations, together with the request to behave in accordance with the contract in the future. Cancellation is threatened in the event of recurrence. Not only the employer but also employees who are authorized to give binding instructions are entitled to issue a warning. The employer is entitled to place warnings in an employee’s personnel file.

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Severance pay in the event of a change of artistic director and dismantling or closing of the theatre. Dependent on the duration of the working relationship, in case of dismissal in the event of a change of an executive director or in the event of divisional reduction and theatrical closure, graduated amounts are paid in the amount of monthly fees:.The member who is no longer in employment on the occasion of a change of employer as a result of a notice of non-extension issued by the employer in the first season following the change of employer shall receive a severance payment. The prerequisite for this entitlement is that the member could not establish another full employment relationship within three months after termination of the employment relationship. The severance payment for uninterrupted employment with the same employer amounts to
4 years (playing time) 3 fixed monthly salaries,
6 years (playing time) 4 fixed monthly salaries,
9 years (playing time) 5 fixed monthly salaries,
12 years (playing time) 6 fixed monthly salaries.
- The member must prove the existence of the prerequisites in an appropriate form. If it has provided this proof, the severance payment is to be paid in one sum.
-In the case of a seniority of less than four years, in the event of dismissal due to a change of employer, an allowance is paid for the relocation costs. The grant shall cover half of the proven costs of transport of the goods to be moved, but no more than a fixed monthly salary.
-If the member has provided proof of costs, the additional amount is to be paid in one sum.

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